Showing papers in "Asia Pacific Business Review in 2003"
TL;DR: The authors discusses the degree to which changes in human resource management (HRM) have taken place in China since the Special Issue on HRM in the Asia Pacific Region came out in 1997.
Abstract: This contribution discusses the degree to which changes in human resource management (HRM) have taken place in the China since the Special Issue on HRM in the Asia Pacific Region came out in 1997. At that time, we spoke of ‘relative convergence’ as being the main feature of Chinese HRM; this remains largely the case. As the non-state owned sectors in the Chinese economy expand and state-owned enterprises shrink correspondingly, the impact of World Trade Organization entry will lead to more competition and a greater role for market forces. The greater the impact of these changes on Chinese firms, the more Personnel Management will be replaced by HRM year by year. How rapidly this pragmatic, step-wise path proceeds will depend on how far the new norms become institutionalized and how far managers' as well as workers' mind-sets absorb and integrate them.
57 citations
TL;DR: In this paper, the authors compare the current situation with the past and delineate the amount and type of such change vis-a-vis continuity in HRM, then future possible scenarios and key issues are outlined.
Abstract: The operating context of South Korean human resource management (HRM) has undergone radical shifts since we wrote our first piece in 1997 for a similar collection to this. This has undoubtedly influenced the practice of HRM. Therefore, the focus of this piece is to compare the current situation with the past and delineate the amount and type of such change vis-a-vis continuity in HRM. The contextual factors and issues, political and economic background, labour market situation, the 1997 Asian financial crisis and ramifications, are analysed. Then future possible scenarios and key issues are outlined.
54 citations
TL;DR: Wang et al. as mentioned in this paper argued that there is not much foreign companies can do because the response strategies recommended in the business literature have limited effect in the Chinese environment and that foreign companies may have to wait until China becomes on balance a victim instead of a benefactor of product counterfeiting before they can hope to see better protection of their IPRs.
Abstract: China is generally acknowledged to be the world's number one country producer of counterfeit products. After becoming a member of the World Trade Organization (WTO) China is now obligated to comply with WTO provisions on protection of intellectual property rights (IPRs). However, product counterfeiting operations in China are well entrenched. The postWTO membership environment has changed little, and such illicit operations are unlikely to subside soon. Furthermore, there is not much foreign companies can do because the response strategies recommended in the business literature have limited effect in the Chinese environment. Foreign companies may have to wait until China becomes on balance a victim instead of a benefactor of product counterfeiting before they can hope to see better protection of their IPRs.
52 citations
TL;DR: A lack of empirical and statistical research, coupled with mixed or loosely agreed consensus on the impediments to the growth of small and medium-size enterprises (SMEs) has been identified.
Abstract: Researchers have not yet arrived at a consensus on the impediments to growth of small and medium-size enterprises (SME). A lack of empirical and statistical research, coupled with mixed or loosely ...
50 citations
TL;DR: The authors explored different consulting roles by developing a typology based on two dimensions of consulting work: the nature of the knowledge base that consultants purport to use in their work, and the extent to which the boundaries between consultant and client are permeable.
Abstract: The diversity of management consulting has long been recognized by mainstream commentators, but the more critical literature often overlooks this feature. This article explores different consulting roles by developing a typology based on two dimensions of consulting work: the nature of the knowledge base that consultants purport to use in their work, and the extent to which the boundaries between consultant and client are permeable. Based on interviews with a cross-section of Australian consultants and clients, features of four main consulting roles are outlined. Key developments that are highlighted include the increasingly structured nature of much consulting work and the growth of client-consultant relationships based on social rather than purely market exchange criteria. It is shown that the diversity of consulting roles has developed over time in response to both client demands and consultant initiatives. The analysis raises questions about the nature of expertise and the structure of organizations.
39 citations
TL;DR: Corporate governance since the 1997 financial crisis has been the issue brought to the forefront of economic debate in Thailand as discussed by the authors, and poor corporate governance was regarded as one of the catalysts of cr...
Abstract: Corporate governance since the 1997 financial crisis has been the issue brought to the forefront of economic debate in Thailand. Poor corporate governance was regarded as one of the catalysts of cr...
36 citations
TL;DR: In this article, a mail survey was directed at Western business operations in China and the results showed that the nature of the organization in China was not associated with staff localization, while the characteristics of the parent organization seemed to matter.
Abstract: Localizing their staff is a common aspiration among foreign firms in China The capability of foreign companies to build strong local management teams has been identified as crucial for their future success However, because of the uneven progress so far, it has been suggested that some types of organizations may be more disposed to localize than others To explore this issue, a mail survey was directed at Western business operations in China Two sets of variables were examined: the nature of the organization in China and the characteristics of the parent organization Unexpectedly, the results showed that the nature of the organization in China was not associated with staff localization On the other hand, as expected, two characteristics of the parent corporation seemed to matter International experience of the parent corporation had a positive relationship with staff localization while the percentage of turnover from foreign operations had a negative association with staff localization Although high
29 citations
TL;DR: In this paper, the authors report that human resource management (HRM) in Japan was best characterized by continuity with some changes to assessment and pay practices, and discuss the future directions of HRM.
Abstract: In an earlier study we reported that human resource management (HRM) in Japan was best characterized by continuity with some changes to assessment and pay practices. It is now over five years since we mapped out the changes taking place in Japanese HRM. This contribution reviews some of the changes over this period and considers the future directions of HRM. The essay commences with a discussion of the important contextual factors and issues underpinning HRM including employer proposals for reform. The next section then explores changes taking place in employment, remuneration and evaluation. This is supplemented by a more general assessment of the key changes occurring in Japanese HRM. The essay concludes with a discussion on why such changes are occurring, whether the changes constitute a convergence towards the Western model and the implications for HRM and theory development.
28 citations
TL;DR: Since 1987, New Zealand has witnessed extensive economic reforms, which were driven by the need to correct a distorted structure of incentives and to restore competitiveness as discussed by the authors, and for this reason, New Z...
Abstract: Since 1987, New Zealand has witnessed extensive economic reforms, which were driven by the need to correct a distorted structure of incentives and to restore competitiveness. For this reason, New Z...
28 citations
TL;DR: In this article, an earlier study of human resource management (HRM) practices in Thailand, focusing specifically on HRM in the post-1997 Asian financial crisis, is presented.
Abstract: This essay updates an earlier study of human resource management (HRM) practices in Thailand, focusing specifically on HRM in the post-1997 Asian financial crisis. HRM in Thailand has undergone gradual, but significant, change, with movement away from more traditional styles of HRM and management rooted in personalism and social relationships, toward more flexible employment systems in which employment opportunities are based on merit and performance rather than connections and personal characteristics. These changes are clearly more pronounced in subsidiaries of multinational corporations, particularly those based in Western countries.
23 citations
TL;DR: In this paper, a policy framework to counter such strategic failure is presented, involving a mix of careful deregulation and policies to diffuse strategic decision-making and to reinvigorate declining clusters of small firms.
Abstract: The proposition that Japan is undergoing ‘kudoka’ (a hollowing out process) is examined before exploring explanations for the process. The paper finds much of relevance in the ‘government failure’ approach, whereby the export success of certain sectors combined with import protection for other sectors has produced a trade imbalance, continual yen appreciation, a rising cost base, outward foreign direct investment and hollowing out. However this analysis is incomplete in ignoring the central role of Japanese transnationals in the process. Taking into account the latter via a ‘strategic failure’ approach renders a more complete view of the nature of the hollowing out phenomenon, and how and why government failed. A policy framework to counter such strategic failure is set out, involving a mix of careful deregulation and policies to diffuse strategic decision-making and to reinvigorate declining clusters of small firms.
TL;DR: Although there is an extensive and growing literature about female entrepreneurship in developed countries, far less is known about the same topic in transitional economies, such as Vietnam as discussed by the authors, where female entrepreneurship is a hot topic in transition economies.
Abstract: Although there is an extensive and growing literature about female entrepreneurship in developed countries, far less is known about the same topic in transitional economies, such as Vietnam. Female...
TL;DR: The changes in the macroeconomic environment due to the recent Asian crisis have been an important stimulus to organizational and human resource management (HRM) changes in Taiwanese enterprises by looking at individual firms, using a case study approach as discussed by the authors.
Abstract: The changes in the macro-economic environment, due to the recent Asian crisis, have been an important stimulus to organizational and human resource management (HRM) changes in Taiwanese enterprises. This essay tackles these responses by looking at individual firms, using a case study approach. The pattern of organizational responses introduced in these companies has exhibited a variety of different characteristics. Most have implemented strategies towards enhancing the individual firms' competitiveness. The situation has changed since Chen's research in 1997, marked by differences between a period of economic boom and a period of economic recession. Consequently, key economic indicators and labour market conditions have changed, so HRM practices have evolved too. Generally speaking, the adoption of international standardized HRM practices is one such move that is now becoming more general in Taiwan.
TL;DR: In this article, the authors re-examine a number of Asian countries to explore how human resource management has changed over this period and present a model that can be used for a comparative analysis of HRM, and one that allows the various levels of change to be assessed.
Abstract: A number of significant events have impacted on Asian countries over the period since 1997 and the Asian Crisis. This means that much of what we know about Asia is outdated and may well be irrelevant. It is for this reason that this contribution re-examines a number of Asian countries to explore how human resource management (HRM) has changed over this period. A model that can be used for a comparative analysis of HRM, and one that allows the various levels of change to be assessed, is presented. This is followed by an overview of the volume's contents with the common focus being on the changes that have occurred over this period.
TL;DR: A number of significant events have impacted on Asian countries over the period sine 1997 and the Asian crisis as mentioned in this paper, which means that much of what we know about Asia is outdated and may well be irrelevant.
Abstract: A number of significant events have impacted on Asian countries over the period sine 1997 and the Asian crisis. This means that much of what we know about Asia is outdated and may well be irrelevant. It is for this reason that this contribution re-examines a number of Asian countries to explore how human resource management (HRM) has changed over this period. A model that can be used for a comparative analysis of HRM, and one that allows the various levels of change to be assessed, is presented. This is followed by an overview of the volume's contents with the common focus on the changes that have occurred over this period.
TL;DR: Based on a cross- industry survey of 112 Thai listed companies, the authors found that good corporate governance practices have a positive impact on performance improvement at the functional level of organizations and ultimately contribute to organizational performance.
Abstract: After the Asian crisis and resulting insolvency in the banking and corporate sectors, the quest for improvement of corporate governance, as a pre-requisite for better performance, has become an increasingly important issue in Thailand. Previous studies investigating the relationship between corporate governance and performance have largely ignored the impact of this critical factor on the functional level and its effect on the overall performance of organizations. Based on a cross- industry survey of 112 Thai listed companies, it was found that good corporate governance practices have a positive impact on performance improvement at the functional level of organizations and ultimately contribute to organizational performance.
TL;DR: In this paper, an empirical, interpretive study conducted in 2001-2002 in the Beijing region of China was conducted to investigate the imilarities similarities and differences between Australian and Chinese cultures both at the national and corporate levels as the actors, the Australian managers and their Chinese colleagues, see them.
Abstract: This article reports on an empirical, interpretive study conducted in 2001-2002 in the Beijing region of China. The case of the ‘Australians managing in Northern China’ is reported here. This research explores two major areas. First, it investigates the imilarities similarities and differences between Australian and Chinese cultures both at the national and corporate levels as the actors – the Australian managers and their Chinese colleagues – see them. Secondly, it studies how the actors are interacting to manage cultural issues in their organizations and whether synergies are emergent from their interactions. The article attempts to help managers and researchers gain a deeper understanding of the questions: what major cultural similarities and differences do Australian and Chinese managers perceive both inside and outside of their organizations; how do managers interact to effectively manage cultural issues in Australian businesses in China and how is synergy possible?
TL;DR: The relationship between the state and big business has been a crucial element in South Korea's economic performance over the past four decades; over time, this relationship has evolved, with the evolution of state-big business relations as discussed by the authors.
Abstract: The relationship between the state and big business has been a crucial element in South Korea's1 economic performance over the past four decades; over time, this relationship has evolved, with the ...
TL;DR: In this article, the authors build upon Maragtas Amante's 1997 study on HRM practices in the Philippines, to demonstrate differences in HRM practice in the import substitution industrialization (ISI) and export-oriented industrialisation (EOI) sectors and highlight the changes (if any) that have taken place over the past few years.
Abstract: There is a tendency in many country studies to investigate a single sector and to imply that the sector is representative of the whole. In the realm of human resource management practices, the case of the Philippines suggests this is not a helpful approach. This essay suggests that, within the Philippines, there are differences between sectors of the economy. The purpose of this paper is three-fold: to build upon Maragtas Amante's 1997 study on HRM practices in the Philippines, to demonstrate differences in HRM practices in the import substitution industrialization (ISI) and export-oriented industrialization (EOI) sectors and to highlight the changes (if any) that have taken place over the past few years. This study suggests that, over the past few decades there has been a great deal of divergence between the ISI and EOI sectors. However, recently there has been evidence that the ISI sector has been adopting HRM practices that have been more characteristic of those in the EOI sector. The reason for this c...
TL;DR: In this paper, the authors focus on how the economic downturn following the Asian Financial Crisis has impacted on employment practices including employment security, compensation, skill formation, work reorganization and employment relations.
Abstract: A diverse set of human resource management (HRM) practices became institutionalized during Hong Kong's industrialization from the 1950s through the 1970s within the context of an open economy, a government disinclined to intervene in business decisions or the labour market and a weak trade union movement. Economic restructuring, labour market changes and rising labour costs during the 1980s and 1990s pressured employers to find more effective ways of using their human resources. We focus on how the economic downturn following the Asian Financial Crisis has impacted on employment practices including employment security, compensation, skill formation, work reorganization and employment relations. We discuss changes in the public as well as private sector and argue that reforms in the former are loosening the rigidities of its highly structured internal labour market system. Public sector employment practices are thus likely to converge increasingly with the ‘best practices’ of private sector and overseas go...
TL;DR: The authors investigated which Asia Pacific markets were driven by the US stock market and which by the Japanese stock market during the 1995-97 period, right before the 1997 Asia Pacific financial crisis.
Abstract: This study investigates which Asia Pacific markets were driven by the US stock market and which by the Japanese stock market during the 1995-97 period, right before the 1997 Asia Pacific financial crisis The results show that stock markets of Hong Kong, Indonesia and Malaysia shared a long-run equilibrium relationship with the US stock market The stock market of the Philippines was linked with both the US stock market and the Japanese stock market, while stock markets of Thailand and South Korea did not appear to be influenced by either Countries whose capital markets had a co-integrating relationship with the US market pegged their national currencies closely to the US dollar
TL;DR: In this article, the authors trace the development of human resource management (HRM) in Singapore from the mid 1990s until the present day, with particular reference to the impact of the 1997 Asian financial crisis.
Abstract: This essay traces the development of human resource management (HRM) in Singapore from the mid 1990s until the present day, with particular reference to the impact of the 1997 Asian financial crisis. In particular, it explores the changes in employment relations since the publication of Yuen (1997). National HRM concerns and strategies to maximize human capital as Singapore transforms itself and the knowledge economy is highlighted. The issue of convergence versus divergence in the management of human resources (HRs) will be touched upon. Current and future HR challenges that are most likely to impact on the country's competitiveness and economic performance are also explored.
TL;DR: In this paper, the problem of over-expansion of which many business groups in South Korea and other Asian countries have constantly been accused and concludes that their overexpansion had no direct bearing on the recent crisis.
Abstract: This article reconsiders the problem of over-expansion of which many business groups in South Korea and other Asian countries have constantly been accused and concludes that their over-expansion had no direct bearing on the recent crisis. If these business groups have problems, they are, for example, poor management, weak governance and deficient accountability rather than over-expansion. In this regard the reformminded government is justified in taking restrictive measures against the big groups to deal with such problems. Nonetheless, it is suggested that the government would be ill-advised to seek the ultimate dissolution of such groups.
TL;DR: In this paper, the authors examine the perceptions of Hong Kong legal practitioners on how the major attributes of knowledge, continuous education, and qualification among directors in Hong Kong relate to their board of directors' corporate governance effectiveness.
Abstract: The purpose of this study is to examine the perceptions of Hong Kong (HK) legal practitioners on how the major attributes of knowledge, continuous education, and qualification among directors in HK relate to their board of directors' corporate governance effectiveness. The results revealed that the respondents perceived directors' attributes in HK to be not good enough for discharging their legal obligations to their companies. The results also suggested that a company was more effectively governed if its directors were more qualified for their jobs and more familiar with company law and/or corporate governance.
TL;DR: In this article, the authors examined the impact of China's accession to the WTO and the agreement on Textiles and Clothing (ATC) which gradually ban the use of quota, which will have profound impacts on the textile industry in China.
Abstract: China's accession to the WTO and the ‘Agreement on Textiles and Clothing’ (ATC) which gradually ban the use of quota, will have profound impacts on the textile industry in China. This article attempts to examine such impacts on all textile firms of Hong Kong origin. It briefly examines the impact of WTO on the textile industries in general, the participation of Hong Kong based firms in China's textiles industry, and the competitors from foreign countries. It examines in detail the practice of obtaining Hong Kong quota for textile products that are made in the Mainland by Hong Kong firms. The article argues that there are positive and negative effects of China–s WTO accession for all textile firms of Hong Kong origin. It concludes that the shifting of the targeted market to high-end, high-value-added is the only way of survival for the textile firms of Hong Kong.
TL;DR: The Korean economy, business and labour: miracle or mirage? Asia Pacific Business Review: Vol. 9, No. 3, pp. 116-122, 2003 as mentioned in this paper.
Abstract: (2003). The Korean economy, business and labour: miracle or mirage? Asia Pacific Business Review: Vol. 9, No. 3, pp. 116-122.